Everything is designed either deliberately or by random processes. Most HR and recruitment functions have evolved in a random way, and their lack of deliberate design and inefficiency has become a problem.
Most recruitment function evolved as needs arose and technology became available. Whatever design there was was for our convenience and for legal compliance.
Whether the candidate or the hiring manager found the process easy, seamless or even useful was not considered.
Human-Centered design has emerged as a way to refocus your processes and thinking for the convenience, ease and quality of experience for your customer or candidate and hiring manager.
These articles provide some guidance insights into the whys and how of redesign.
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In 1894, W.K. Kellogg made a discovery that would forever change what we eat in the morning. Seeking a more digestible breakfast alternative to baked bread for his brother’s hospital patients, the bespectacled former broom salesman accidentally left a pot of boiled wheat out overnight. The wheat became softened and when he rolled it out…
In our blog post Searching For New Employees? Define Your Candidate Personas For Best Result, we defined what a candidate persona is and how could it be developed by internal recruitment teams. However, when we start to think a little more deeply about candidate personas, many people tend to ask the
We offer a one-day workshop on redesign for talent functions. If interested, send me an email at firstname.lastname@example.org.
About this Newsletter. . .
Hand curated articles, videos, podcasts, and other media on the future of work, talent, recruitment, and learning. If you find this useful, please share on Twitter. You can always reach me at email@example.com.
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